Professional Documents
Culture Documents
This glossary is not an all-inclusive listing of HR and general business terminology, but it
includes terms in daily use by HR professionals. An alternative desk reference is The
Human Resources Glossary, 3rd Edition, by William R. Tracey, Ed.D., available for
purchase at the SHRM Store, www.shrm.org/shrmstore.
Legal terminology often seems inscrutable, even though the legal terms bandied about by
lawyers frequently have very straightforward meanings. SHRM's Workplace Law
LegalEase provides plain English definitions of common legal terminology for HR
professionals to put relevant legal developments into sharp focus for your HR practice.
We invite you to submit any term(s) that should be added to the glossary along with a
working definition to Naomi Cossack, Manager of Online Content, for placement
consideration.
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M|N|O|P|Q|R|S|T|U|V|W|Y|Z
Absolute ratings A rating method where the rater assigns a specific value
on a fixed scale to the behavior or performance of an
individual instead of assigning ratings based on
comparisons between other individuals.
Activities of daily living (ADL) The personal care activities which are essential to an
individuals everyday living, including eating, bathing,
grooming, dressing, mobility and toileting.
Affirmative action clauses The clauses set forth in 41 C.F.R. 60-250.4 and 60-
741.4 that must be included in federal contracts and
subcontracts of $10,000 and over. These two clauses
outline the affirmative action requirements for special
disabled veterans, Vietnam-era veterans (41 C.F.R.
60-250.4) and individuals with disabilities (41 C.F.R.
60-741.4). These clauses are a part of covered contracts
regardless of whether they are physically incorporated
into the contract and whether the contract is written.
Applicant flow log A chronological listing that records each applicant who
applies for employment or promotion. Data includes
applicant's name, race, national origin, gender, referral
source, date of application, job title applied for and
disposition.
Applicant pool The sum total of all individuals who have applied for a
position either by submitting a resume or application for
employment which the employer uses to select
candidates for employment.
Baldridge National Quality The Baldrige Award is given by the President of the
Award United States to businessesmanufacturing and
service, small and largeand to education and health
care organizations that apply and are judged to be
outstanding in seven areas: leadership; strategic
planning; customer and market focus; measurement,
analysis and knowledge management; human resource
focus; process management; and results.
Bona fide occupational A very narrowly interpreted exception to EEO laws that
qualification (BFOQ) allows employers to base employment decisions for a
particular job on such factors as sex, religion or
national origin, if they are able to demonstrate that such
factors are an essential qualification for performing a
particular job.
Bureau of Labor Statistics The principal fact-finding agency for the federal
(BLS) government in the broad field of labor economics and
statistics. The BLS is an independent national statistical
agency that collects, processes, analyzes and
disseminates essential statistical data to the American
public, the U.S. Congress, other federal agencies, state
and local governments, business and labor. BLS also
serves as a statistical resource to the Department of
Labor.
Case study A case study uses real scenarios that focus on a specific
issue(s). It looks deeply at a specific issue, drawing
conclusions only about that issue and only in that
specific context.
Civil Rights Act of 1964 A federal statute enacted to further guarantee the
constitutional rights of individuals and prevent
employment discrimination based on race, color, sex,
religion, national origin or age.
Civil Rights Act of 1991 A federal statute that amended the Civil Rights Act of
1964 enacted to strengthen and improve federal civil
rights laws by providing for damages in cases of
intentional employment discrimination, clarifying
provisions regarding disparate impact actions and for
other purposes.
Class action suit A lawsuit filed by one party on behalf of themselves and
other people in a group who share the same complaint.
Cognitive ability testing A testing instrument used during the selection process in
order to measure the candidates learning and reasoning
abilities.
Common law employment test Refers to the IRSs 20-question common law test which
examines the level of control exercised over a worker by
an employer in order to determine whether the
individual is an employee or an independent contractor.
Compa ratio The ratio of an actual pay rate to the midpoint for the
respective pay grade used for comparing actual rates of
pay with the midpoint for a particular pay grade within
the salary structure.
Compensatory time-off plan The practice of giving employees paid time off that can
be used in the future in lieu of paying them overtime for
hours worked in excess of 40 per week. While an
acceptable practice in the public sector, the FLSA places
very strict limitations on the use of compensatory time
off for private sector employers.
Consumer credit report The Fair Credit Reporting Act (FCRA) defines a
consumer report as any communication of any
information by a consumer reporting agency bearing on
a consumer's credit worthiness, credit standing, credit
capacity, character, general reputation, personal
characteristics or mode of living, which is used, or
expected to be used, or collected, in whole or in part, for
the purpose of serving as a factor in establishing the
consumer's eligibility for credit or insurance to be used
primarily for personal, family or household purposes
or employment purposes.
Consumer Price Index (CPI) An index of prices used to measure the change in the
cost of basic goods and services in comparison with a
fixed base period. Also called cost-of-living index.
Cost of labor The total payments in the form of gross salary and
wages, bonuses, and other cash allowances paid to
employees and salaries, allowances, fees, bonuses and
commissions paid to working directors and fees paid to
non-working directors for their attendance at the Board
of Directors' meetings.
Cost of living The amount of money needed to buy the goods and
services required to maintain a specific standard of
living. The cost of living is closely tied to rates of
inflation and deflation. In estimating such costs, food,
clothing, rent, fuel, lighting, and furnishings as well as
expenses for communication, education, recreation,
transportation, and medical services are generally
included. The Consumer Price Index (CPI), a
measurement of the cost of living prepared by the U.S.
Bureau of Labor Statistics, tracks changes in retail
prices of an average market basket. Changes are
compared to prices in a previously selected base year,
from which figures the percentage increase or decrease
in the cost of living can be calculated.
Critical success factors The key items that must be met in order to successfully
achieve a specific objective.
Curriculum vitae (c.v.) Used in the United States to describe, a longer, more
detailed version of a resume. Internationally is
synonymous with resume.
Daily work records A daily log of job tasks being performed by individual
employees over a certain period of time. Used often as a
form of job analysis.
Defined benefit plan A retirement plan that is not an individual account plan
and pays participants a fixed periodic benefit or a lump-
sum amount, calculated using specific formulas that
include such items as age, earnings and length of
service.
Department of Labor (DOL) The federal agency responsible for administering and
enforcing a large quantity of federal labor laws,
including, but not limited to, overtime pay, child labor,
wages and hours, workplace health and safety, FMLA,
and various other employee rights.
Dependent care assistance plan An employer benefit plan that provides employees with
dependent care assistance, such as paying for or
providing qualified child and dependent care services
necessary for them to seek or obtain gainful
employment or remain gainfully employed.
Direct compensation All compensation (base salary and/or incentive pay) that
is paid directly to an employee.
Direct costs The costs directly attributed to a particular products,
programs or activities.
Disparate treatment Such treatment results when rules or policies are applied
inconsistently to one group of people over another.
Discrimination may result when rules and policies are
applied differently to members of protected classes.
Displaced workers Individuals who have lost their jobs due to a plant
closing, relocation, downsizing or position elimination.
Dissatisfiers Factors, such as working conditions, job functions, pay
and benefits or organizational policies and practices,
that contribute to employee dissatisfaction.
Drug abuse/substance abuse Habitual and excessive use of a drug for purposes other
than what was medically intended.
Drug Free Workplace Act of Requires some federal contractors and all federal
1988 grantees to agree that they will provide drug-free
workplaces as a precondition of receiving a contract or
grant from a federal agency. Although all covered
contractors and grantees must maintain a drug-free
workplace, the specific components necessary to meet
the requirements of the Act vary based on whether the
contractor or grantee is an individual or an organization.
Early return to work program Modified work programs designed to get employees
who have been out of work due to injury or illness to
return to the workforce sooner by providing them
with less strenuous alternative jobs until they are able
to resume their full regular duties.
EEO-1 category One of nine broad job categories used on the EEO-1
Report. They are officials & managers, professionals,
technicians, sales workers, office & clerical, craft
workers, operatives, laborers and service workers.
Employee Retirement Income ERISA sets requirements for the provision and
Security Act (ERISA)of 1974 administration of employee benefit plans. Employee
benefit plans include health care benefits, profit
sharing and pension plans, for example.
Employer information report Also known as Standard Form 100, this annual report
EEO-1 shows the representation of female and minority
employees in an employer's total workforce as well
as in standard job groupings (i.e., officials and
managers, professionals, etc.). This report must be
filed each year by any employer with 100 or more
employees (50 or more for government contractors).
Equal employment opportunity A policy statement that equal consideration for a job
(EEO) is applicable to all individuals and that the employer
does not discriminate based on race, color, religion,
age, marital status, national origin, disability or sex.
Equal opportunity survey This report is sent to a substantial portion of all non-
construction contractors each year. It requires them to
provide to the OFCCP information regarding
applicants, hires, promotions, terminations,
compensation and tenure by race and gender. Non-
construction contracts can expect to receive and
complete this report every other year.
Executive Order 11246 of 1965 Administered and enforced by the Office of Federal
Contract Compliance Programs (OFCCP), Executive
Order 11246 prohibits federal contractors and
federally-assisted construction contractors and
subcontractors, who do over $10,000 in government
business in one year, from discriminating in
employment decisions on the basis of race, color,
religion, sex or national origin. The Executive Order
also requires government contractors to take
affirmative action to ensure that equal opportunity is
provided in all aspects of their employment.
Fair Credit Reporting Act The FCRA requires employers that use credit reports
(FCRA) of 1969 and that deny employment on the basis of a credit report
to so notify the applicant and to provide the name and
address of the consumer reporting agency used.
Fair Labor Standards Act An act that covers public agencies and businesses
(FLSA) of 1938 engaged in interstate commerce or providing goods and
services for commerce. The FLSA provides guidelines
on employment status, child labor, minimum wage,
overtime pay and record-keeping requirements. It
determines which employees are exempt from the Act
(not covered by it) and which are nonexempt (covered
by the Act). It establishes wage and time requirements
when minors can work. It sets the minimum wage that
must be paid and mandates when overtime must be
paid.
Family and Medical Leave Act The Family and Medical Leave Act (FMLA) allows
(FMLA)of 1993 employees who have met minimum service
requirements (12 months employed by the company
with 1,250 hours of service in the preceding 12 months)
to take up to 12 weeks of unpaid leave per year for: (1)
a serious health condition; (2) to care for a family
member with a serious health condition; (3) the birth of
a child; or (4) the placement of a child for adoption or
foster care.
Fiscal environmentalism Refers to company practices which are which are self
sustaining and environmentally friendly.
Fitness for duty A document provided by a medical practitioner
following a post-offer medical examination containing
information used by the employer to determine a
candidates ability to perform the functions of a job.
Also used to refer to documents or notes from medical
providers releasing individuals under their care to
resume full or modified duties following a leave of
absence due to illness or injury.
Freedom of Information Act A federal law providing guidelines for access and
(FOIA) of 1966 disclosure of government documents and materials to
the general public.
Fully insured plan A benefit plan where the employer contracts with
another organization to assume financial responsibility
for the enrollees medical claims and for all incurred
administrative costs.
Generation I The term used to describe children born after 1994 who
are growing up in the Internet age.
Glass Ceiling Act of 1991 An act meant to raise public awareness regarding the
underutilization of females and minorities in certain
positions within the U.S. workforce and eliminate
barriers preventing advancement.
Greenfield Operation A new operation that is built from the ground up.
Gross product margin The difference between the price a certain product is
sold at and the cost of producing the product.
Group dynamics The social manner in which people interact with each
other within a group.
Health Insurance Portability The Act was enacted to make health insurance more
and Accountability Act "portable" from one employer to another. The law
(HIPAA )of 1996 mandates procedures for both new hires and for existing
employees who are leaving the company. Employees
who are new to a company can use evidence of previous
health care coverage that is provided by their former
employer to reduce or eliminate the new employer's
preexisting condition requirements. Employees who are
leaving a company must be provided a certificate of
prior creditable health care coverage to use for this
purpose. The law includes other provisions regarding
restrictions on preexisting conditions, special
enrollment rights and privacy rights and protections.
Health care flexible spending A benefit plan designed to allow employees to set aside
account (FSA) pre-tax dollars to pay for eligible medically related
expenses, such as medical, vision or dental exams,
copays and deductibles, as well as other out-of-pocket
expenses.
Health savings accounts (HSA) A tax-free account that can be used by employees to pay
for qualified medical expenses. Contributions do not
have to be spent the year they are deposited. Money in
the account earns interest and accumulates tax free, so
the funds can be used now and in the future. If an
employee leaves the job, he or she can take the account
with him or her and continue to use it to pay for
qualified healthcare expenses. To be eligible for a
Health Savings Account, an individual must be covered
by a High Deductible Health Plan (HDHP), must not be
covered by other health insurance (does not apply to
specific injury insurance and accident, disability, dental
care, vision care, long-term care), is not eligible for
Medicare and cant be claimed as a dependent on
someone elses tax return.
Home-based worker An employee who works from a home office rather than
at a physical workspace at the employers location.
Honesty/integrity testing Tests used to assess an individuals propensity for
dishonest conduct or behavior (i.e., stealing or lying).
Hourly employee An employee who is paid by the hour and who must be
paid overtime under the FLSA or a state wage hour
statute.
Human resource information A computer database used to gather, store, maintain and
system (HRIS) retrieve relevant employee and HR-related information.
Human resource planning The process of anticipating future staffing needs and
ensuring that a sufficient pool of talent possessing the
skills and experience needed will be available to meet
those needs.
Human Resource Specialist A term used to define an individual who has expertise
and responsibility for a specific area or function in the
field of Human Resources (i.e. compensation, benefits,
employee relations, etc.)
Hybrid organization An organization whose structure is comprised of both
vertical and horizontal models.
Illegal immigrant/alien An individual who is not a U.S. citizen and who has
entered the United States without proper documentation
and without complying with legally required U.S.
immigration and naturalization procedures.
Immigration Reform and The Immigration Reform and Control Act (IRCA)
Control Act (IRCA) of 1986 prohibits the employment of individuals who are not
legally authorized to work in the United States or in an
employment classification that they are not authorized
to fill. The IRCA requires employers to certify (using
the I-9 form) within three days of employment the
identity and eligibility to work of all employees hired.
IRCA also prohibits discrimination in employment-
related matters on the basis of national origin or
citizenship.
Incentive stock option An employee stock option plan that allows options to be
granted or exercised on a tax-deferred basis. All gains
on options are taxed only when the holder sells the
stock.
Internal temporary pool A pool of former employees who are called upon and
employee hired to fill temporary staffing needs on an as-needed
basis.
Job grade The group into which jobs of the same or similar worth
are placed for determining appropriate rates of pay.
Job pricing The process of determining pay rates for jobs within the
organization by analyzing industry or regional salary
survey data in order to establish appropriate job pay
rates.
Job ranking The process of ranking all jobs within the organization
in order of importance or worth.
Job sampling During the selection process, the term refers to the
practice of observing and measuring how an applicant
actually performs certain selected job tasks.
Job satisfaction Used to define how an employee feels regarding their
job, work environment, pay, benefits, etc.
Key result areas Used to establish standards and objectives, key result
areas are the chief tasks of a job identified during the
job evaluation process.
Knowledge broker The individual who facilitates the creation, sharing and
use of knowledge in an organization by linking
individuals with providers.
Knowledge, skills and abilities The attributes required to perform a job; generally
(KSAs) demonstrated through qualifying experience, education
or training.
Life cycle recruitment A process that begins with an identifiable work need,
and then continues through a sourcing and search
strategy, then progresses to a pre-qualification and
assessment strategy, and concludes with hire. The cycle
repeats itself again with next vacancy.
Living wage A wage rate that is sufficient for a worker and his or her
family to exist comfortably.
Malcolm Baldridge National The Baldridge Award is given by the President of the
Quality Award United States to businessesmanufacturing and
service, small and largeand to education and health
care organizations that apply and are judged to be
outstanding in seven areas: leadership; strategic
planning; customer and market focus; measurement,
analysis and knowledge management; human resource
focus; process management; and results.
Management employee An employee who meets the salary basis test and
regularly manages or supervises two or more
employees.
Median wage The margin between the highest paid 50 percent and the
lowest paid 50 percent of workers in a specific position
or occupation.
Mental Health Parity Act Prohibits group health plans and insurance companies
(MHPA) of 1996 that offer mental health benefits from setting annual or
lifetime limits on mental health benefits that are lower
than those limits set for any other condition.
Mission statement A statement illustrating what the company is, what the
company does and where the company is headed.
North American Free Trade An agreement reached by the United States, Canada and
Agreement (NAFTA) Mexico that instituted a schedule for the phasing out of
tariffs and eliminated a variety of fees and other
hindrances to encourage free trade between the three
North American countries.
National Labor Relations Act The National Labor Relations Act (NLRA), passed in
(NLRA) of 1947 1935, provides that all employees have the right to
form, join and assist labor organizations and to bargain
collectively with their employers.
Nominal group technique A consensus planning tool used to identify the strengths
of an organization, department or division, whereby
participants are brought together to discuss important
issues, problems and solutions.
Nonexempt employee An employee who does not meet any one of the Fair
Labor Standards Act exemption tests and is paid on an
hourly basis and covered by wage and hour laws
regarding hours worked, overtime pay, etc.
Occupational Safety and A law setting forth standards that employers must
Health Act (OSHA) of 1970 comply with in order to provide working conditions that
are safe and free from any health hazards for all
employees. Additionally, the law also requires
employers to provide employees with protection against
workplace hazards that could result in illness, injury or
death to an individual, as well as to communicate to
employees the information on hazardous materials or
chemicals they may be required to handle.
Older Workers Benefit OWBPA amended the ADEA prohibiting all employers
Protection Act (OWBPA) of from age discrimination in employee benefits programs
1990 by either providing equal benefits for older and younger
workers or by spending an equal amount on benefits for
both groups. It also provides specifications on the
requirements for ADEA waivers.
Open enrollment period The period of time designated by the employers health
or other benefit plan when employees may enroll in new
benefit plans or make changes to existing benefit plans.
Other eligible Veteran Other eligible veterans are those individuals who served
on active duty in the U.S. military, ground, naval or air
service during a war or in a campaign or expedition for
which a campaign badge has been authorized.
Pay adjustment Any change made to the pay rate of an employee, such
as an increase or decrease to the rate of pay.
Pay range Associated with pay grades, the range sets the upper
and lower compensation boundaries for jobs within that
range.
Perceived disability A person who does not meet the definition of a disabled
individual in accordance with the Americans With
Disabilities Act but is regarded by his or her employer
as having a mental or physical disability .
Personal protective equipment Clothing and other work accessories (i.e., safety
glasses, hearing protection, etc.) designed to create a
barrier against potential workplace hazards.
Personnel records All information pertaining to individual employees,
which is collected and maintained by the employer and
is essential to the employer for handling various
employment-related matters.
Placement goals Other eligible veterans are those individuals who served
on active duty in the U.S. military, ground, naval or air
service during a war or in a campaign or expedition for
which a campaign badge has been authorized.
Premium only plan (POP) Considered to be the most basic type of Section 125
plan, a POP is a benefit plan that is designed to allow
employees to elect to make premium contributions on
either a pre-tax or post-tax basis.
Pregnancy Discrimination Act An amendment to Title VII of the Civil Rights Act of
(PDA) of 1978 1964 prohibiting discrimination on the basis of
pregnancy, childbirth or related medical conditions,
requiring pregnancy or related conditions to be treated
in the same manner as any other temporary disability.
Pre-tax contributions Contributions made to a benefit plan that are exempt
from all applicable state or federal tax withholding
requirements.
Prepaid group legal plan A benefit plan that provides employees, their spouses
or dependents with assistance in obtaining legal
services, which have been prepaid in whole or in part
by the employer.
Pro forma The term pro forma comes from the Latin phrase
meaning, "as a matter of form". The term is very broad
and its meaning depends on the context in which it is
being used. Basically it is a term used to describe the
presentation of data, usually financial statements, where
the data reflects information as if the state of the world
were different from that which is in fact the case.
Qualified special disabled A special disabled veteran who satisfies the requisite
veteran skill, experience, education and other job-related
requirements of the employment position such veteran
holds or desires and who, with or without reasonable
accommodation, can perform the essential functions of
such position.
Quid pro quo Legal terminology essentially meaning what for what
or something for something. It is the concept of
getting something of value in exchange for giving
something of value.
Quid pro quo harassment Quid pro harassment involves expressed or implied
demands for sexual favors in exchange for some benefit
(a promotion, pay increase, etc.) or to avoid some
detriment (termination, demotion, etc.) in the
workplace. By definition, it can only be perpetrated by
someone in a position of power or authority over
another (i.e., manager or supervisor over a subordinate).
Recordable illness/injury All occupational injuries and illnesses that require more
than basic first aid treatment, or deaths that occurred in
the workplace.
Red circle rate A pay rate that is above the maximum range assigned to
the job grade. Employees are usually not eligible for
additional pay increases until the range maximums
exceed the individual pay rate.
Remote employees Employees who work off company premises and are
removed from their supervisors or mangers.
Retiree skill bank A pool of retired former employees who are rehired on
a temporary or contractual basis.
Return on investment (ROI) A ratio of the benefit or profit derived from a specific
investment, compared with the cost of the investment
itself.
Reverse discrimination Employment policies or practices that result in
discriminatory treatment against applicants or
employees who are not minorities or members of a
disadvantaged group.
Right-to-sue letter A letter issued by the EEOC, once a charge has been
recorded and processed, informing individuals who filed
the charge that they have the right to further pursue their
charges in a federal or state court.
Salting Refers to paid union organizers who apply for jobs with
an employer for the purpose of organizing the
employers workforce.
Sex Discrimination Act of 1975 The Sex Discrimination Act of 1975 prohibits
discrimination against individuals based on sex or
marital status in areas of employment, education, the
provision of goods, facilities and services or in the
management of premises.
Sex discrimination Discriminatory conduct or actions based on sex or
pregnancy, as it relates to conditions of employment,
benefits, pay and opportunities for advancement.
Sick leave Paid time off granted to employees who are out of work
due to an illness or injury.
Social Security A federal program under the Social Security Act which
provides for retirement, disability and other related
benefits for workers and their eligible dependents.
Soft skills Skills required to perform a certain job where the job is
defined in terms of expected outcomes, but the process
to achieve the outcome varies.
Spot rewards Cash and noncash awards given to employees for ideas
submitted or accomplishments benefiting the
organization.
Title VII of the Civil Rights Act Title VII is a provision of the Civil Rights Act of 1964
of 1964 that prohibits discrimination in virtually every
employment circumstance on the basis of race, color,
religion, gender, pregnancy or national origin. In
general, Title VII applies to employers with 15 or more
employees. The purpose of Title VII's protections is to
"level the playing field" by forcing employers to
consider only objective, job-related criteria in making
employment decisions. Title VII must be considered
when reviewing applications or resumes, when
interviewing candidates, when testing job applicants
and when considering employees for promotions,
transfers or any other employment-related benefit or
condition.
Total quality management A structured system that satisfies internal and external
customers and suppliers by integrating the business
environment, continuous improvement and
breakthroughs with development, improvement and
maintenance cycles.
Training aids Any form of audio or visual materials used for training
purposes.
Training needs analysis A method used to determine what people need to learn
and which training programs may be beneficial. The
result of the analysis is a training needs report
identifying training needs and the interventions needed
to reduce key performance gaps.
Vacation buy-back plan A program that allows an employee to sell back to the
employer any unused vacation time balances.
Vertical disintegration Used to describe organizations that over time shed layer
after layer of full-time permanent employees and
replace them with temporary workers until their
workforce primarily consists of temporary employees.
Veterans Benefit Improvement An act signed into law by President Bush on December
10, 2004 that amended portions of the Uniformed
Act of 2004 Services Employment and Reemployment Rights Act
(USERRA), imparting certain reemployment and
benefit protections to individuals who are and
employees engaged in military service. The act requires
that employers extend the period for continuation of
health care coverage and requires employers to provide
covered employees with appropriate notice of their
rights, benefits and responsibilities under USERRA.
Vietnam Era Veteran Defined as an individual who served on active duty for
more than 180 days, any part of which occurred during
the period between August 5, 1964, and May 7, 1975,
and who received other than a dishonorable discharge,
as defined in the regulations implementing the Vietnam
Era Veterans Readjustment Assistance Act of 1974.
Virtual office/workplace The work site of employees such as sales reps or other
types of employees who work off company premises
and communicate with their respective workplaces via
telephone or computer.
Wage and salary administration Procedures used for planning and administering
organization-wide compensation programs for all
levels of employees.
Wage and salary survey A benchmark report consisting of market pay
data for a variety of jobs conducted either on a
local or nationwide basis. Used to evaluate an
organizations own current pay structures and as
a future compensation planning tool.
Wage curve Depicts pay rates currently being paid for each
job within a pay grade in relation with the
rankings awarded to each job during the job
evaluation process.
Wage structure Depicts the range of pay rates to be paid for each
grade for various positions within the
organization.
Well child care Health care benefits that provide payment for
routine office visits and physical examinations,
immunizations and laboratory tests for dependent
children.
Whistleblower Protection Act of 1989 Whistleblower protection is the federal law that
provides protection to employees against
retaliation for reporting illegal acts of employers.
An employer may not rightfully retaliate in any
way, such as discharging, demoting, suspending
or harassing the whistle blower. Employer
retaliation of any kind may result in the whistle
blower filing a charge with a government agency
and/or filing a law suit against the employer.
White collar employees Employees who are paid on a salaried basis and
whose jobs do not require the performance of
work of a manual nature. Such individuals are
normally employed in the capacity of managers,
supervisors, salespeople, clerical or technical
workers and meet the criteria of the FLSA white
collar exemption test.
Work and family programs Work programs and benefits, such as adoption
benefits, dependent care assistance, leave
programs, flextime, compressed workweeks,
telecommuting, etc., implemented to provide
employees with greater flexibility to meet both
work and family demands.
Workers Adjustment and Retraining WARN requires employers (with 100 or more
Notification Act (WARN) of 1988 employees) that are planning a plant closing or a
mass layoff to give affected employees at least
60 days' notice of such an employment action.
While the 60-day period is the minimum for
advance notice, this provision is not intended to
discourage employers from voluntarily providing
longer periods of advance notice. Not all plant
closings and layoffs are subject to the Act.
WARN sets out specific exemptions and
provides for a reduction in the notification period
in particular circumstances.
Work Opportunity Tax Credit The Work Opportunity Tax Credit (WOTC),
authorized by the Small Business Job Protection
Act of 1996 (P.L. 104-188), is a federal tax credit
that encourages employers to hire nine targeted
groups of job seekers by reducing employers
federal income tax liability by as much as $2,400
per qualified new worker; $750, if working 120
hours or $1,200, if working 400 hours or more,
per qualified summer youth.